In these complex days, when the security reality requires personal resilience alongside managerial responsibility, it is important to act with an understanding of the law while maintaining the stability of the organization and its employees.
On February 28, 2026, a state of emergency was declared in the home front, and an order regarding the operation of essential and vital services in the economy was signed.
Attorney Roni Weisblat, Partner and Head of the Labor Law Department at our firm, clarifies your rights and obligations during these days:
✅ Obligation to report to work applies only in workplaces recognized as essential and in accordance with the Home Front Command guidelines. It is important to note that failure to report to work at an essential workplace where this obligation legally applies may constitute a criminal offense. In other workplaces, there is no obligation to report to work.
✅ In non-essential workplaces, the employer may instruct employees to work from home according to the organization’s needs and in good faith. It is recommended to show special sensitivity to employees required to care for children due to the closure of educational institutions. Work from home entitles the employee to their salary.
✅ Currently, there is no obligation to pay salary for days when work is not possible due to the guidelines. However, since this issue has been addressed retroactively in the past, it is recommended to act prudently and examine agreements with employees until the situation becomes clear.
✅ Avoid unilateral changes that may create legal exposure, and remember:
- Annual leave: Up to 7 days can be taken without prior notice (more than 7 days requires 14 days’ notice).
- Unpaid leave and reduced working hours: Require explicit written consent from the employee.
The law prohibits dismissing an employee who is absent from work due to restrictions imposed by the state of emergency. This prohibition also applies to parents absent due to the closure of educational institutions for children under 14 (or a child with special needs up to age 21), if the closure results from the emergency situation and according to the legal requirements.
We wish everyone safety, stability, and peace of mind.
To all our clients and friends, we are here for you and looking forward.
The Labor Law Department of Abadi & Co. is at your disposal for any questions or required legal support during these days.
